Superior.
Egotistical.
Pompous.
Domineering.
Condescending.
Pushy.
Mocking.
Acerbic.
Inconsiderate.
There are many words for it, but it all comes down to one thing.
Bully Leaders
I'm not sure why I'm still a little surprised each time I hear about a leader who behaves like a bully in the workplace. Considering the massive amount of awareness out there relative to workplace bullying, you would like to think this issue had gone by the way of copier codes we used to assign employees.
But sadly, the people our employees should trust the most are the ones they sometimes need to be wary of the most.
It turns out, your job title doesn't afford you the opportunity to be a bully, your ridiculous behavior simply destroys your credibility while you strut around acting like you are the second coming.
Harsh? Not one bit. Try being on the receiving end of a bully leader's behavior.
It's horrible.
Holding the Bully Leader Accountable
Despite the coaching and guidance we provide to employees who become targets, there is only one legitimate way to address bulling behavior. It is a tactic that I have used repeatedly over the years, and it is incredibly effective.
Here are the steps I've found that shut down the bully leader:
1. Immediately confront the bully and require (not ask) that the behavior stop.
2. Advise them that under no circumstances will they have access to your team members unless they work directly through you.
3. Allow for some time to pass before you meet with the bully to set your expectations going forward based on their specific behavior choices. (this delay will remove their sense of control and shift the power to you)
How About You
I don't even need to ask if you know who the bully leaders are in your organization. My real question is...what are you doing about them?
I'd love to hear from you.
No Excuses.
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At this point in my career I find them laughable. You can see them coming a mile away. They strut around the organization with such arrogance...um, I mean, confidence...that most employees don't take them seriously anymore.
The sad part is they have no idea they have become a caricature of their former self. They are a running joke, not a leader to be taken seriously.
Stop It...Please
Most leaders landed in their jobs the old fashioned way. They studied hard, worked even harder, and earned their opportunity. Some may have been promoted too soon, and others a bit too late. Regardless of the timing, they have a tremendous responsibility ahead of them.
Yet...somehow their sense of self over powers that early hunger that forged their career path. They act as if the employees should be so excited and grateful just to see them!
Are you kidding me? Sure, some executives cling to their humble roots and create environments where all employees recognize they are just people. But, alas, so many others lose their way and believe they are the reason for the company's success.
Epic. Public. Fail.
Give Me Three Steps
I firmly believe there are three steps that can help executives move from zero to hero, but they require discipline. Massive amounts of discipline.
Step 1
Admit you don't know NEARLY as much as you think you do. Guess who does? Your team on the front line. Close your mouth and start listening to them. Your sheltered executive world is not in synch with reality.
Step 2
Recognize the responsibility you have to lead through turbulent times. Every organization experiences the ups and downs of the business world. When times are stressful, full of change, and rife with anxiety, it is your job to be calm, and honest and direct. Do not hide behind a spreadsheet in a fancy conference room. Communicate far more than you think is necessary.
Step 3
Get the hell out of your office and visit with the team. Do not bring a slide deck, do not spread a message, and please do not attempt to spin every little phrase into an over scrubbed empty promise.
Just be with them.
Your credibility will increase far faster than the next big memo you're so excited about sending to everyone.
How About You
The next time you feel a little (or a lot!) full of yourself, cancel your next meeting, and go spend time listening to the team.
It might turn out that you learn something and actually make a real difference for the people who are relying on you to lead the way.
I'd love to hear from you.
No Excuses.
